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The HR Training & Organizational Development Specialist is responsible for leading employee training plans aligned with organizational objectives. This role significantly impacts employee development and engagement within the company.
The Talent Attraction Specialist is responsible for leading end-to-end recruitment for high-impact business units. This role plays a crucial part in identifying top talent and enhancing the employer brand through strategic recruitment initiatives.
The Internship Human Resources Executive is responsible for supporting the recruitment process within the HR team. This role involves engaging with candidates and ensuring a smooth hiring experience through effective communication and coordination.
The HR Senior Executive is responsible for managing the entire recruitment cycle. This role involves ensuring a smooth and effective hiring process to attract and secure the best talent that meets the company's needs.
The Part-Time Recruitment Executive is responsible for supporting the recruitment efforts for various positions within the organization. This role provides an opportunity to gain hands-on experience in recruitment while contributing to the growth of Upgrowth HR Sdn Bhd.
The HR Services Operations (Talent Acquisition) Associate / Analyst / Senior Analyst is responsible for supporting hiring efforts by identifying and engaging potential candidates for various roles. This role plays a crucial part in building talent pipelines and requires a proactive approach to sourcing in a dynamic work environment.
The HR Generalist is responsible for managing various HR functions within the organization. This role plays a crucial part in fostering a positive workplace culture and enhancing overall organizational effectiveness.
The Administrative Assistant is responsible for managing essential HR processes. This role plays a crucial part in ensuring a seamless HR experience for employees through effective administration and compliance management.
The Talent Acquisition Intern is responsible for supporting the recruitment process within the APAC Talent Acquisition team. This role involves collaborating with local HR teams and hiring managers to enhance candidate sourcing and employer branding efforts.
The Manager, Talent Acquisition is responsible for managing hiring plans and initiatives to ensure the company attracts, hires, and retains the best fit candidates. This role oversees the entire recruitment process and collaborates with various stakeholders to enhance employment branding and recruitment activities.
The HR Services Operations (Employee Services) Associate / Analyst (Korean Speaking) is responsible for providing exceptional support to employees regarding HR policies and services. This role plays a crucial part in enhancing employee experience through effective communication and service delivery.
The People Manager (Capability & Change) is responsible for driving the design, integration, and execution of the People Pillar strategy to enable HR Transformation under Project tHR1ve. This role plays a critical part in orchestrating capability-building efforts and change management strategies to ensure sustainable adoption of new HR operating models.
By SuperJobs Career Team · Updated July 2026
Human resources is a strategically important function in every Malaysian organisation, evolving rapidly from a compliance-and-payroll operation into a business-critical strategic partner. HR professionals in Malaysia manage the full talent lifecycle — from workforce planning, talent acquisition, and onboarding through learning and development, performance management, compensation, and employee relations.
The HR function is anchored by a strong regulatory framework: the Employment Act 1955 (and its 2023 amendments), the Industrial Relations Act, the Human Resources Development Fund (HRD Corp), and EPF, SOCSO, and EIS contribution requirements. HR professionals who deeply understand these statutory obligations — and can advise management on compliant practices — are consistently in high demand across all industries.
The Malaysian HR profession is served by the Malaysian Institute of Human Resource Management (MIHRM) and the Chartered Institute of Personnel and Development (CIPD), whose qualifications are increasingly recognised as marks of professional credibility. HR technology adoption — including HR information systems (HRIS) like SAP SuccessFactors, Workday, and local platforms like HRMS Malaysia — is transforming how HR teams operate and creating demand for HR tech-savvy professionals across all seniority levels.
HR executives and HR generalists at entry to mid-level earn RM 2,800 – RM 5,000/month. HR managers and talent acquisition managers earn RM 5,500 – RM 10,000/month. HR business partners (HRBPs) and L&D managers at large organisations earn RM 7,000 – RM 14,000/month. HR directors and Chief Human Resources Officers (CHROs) earn RM 15,000 – RM 40,000/month.
Talent acquisition specialists — particularly those with technical recruiting expertise for engineering and technology roles — command the highest premiums within the HR function, often earning 20–30% more than generalist HR peers. HR analytics is the fastest-growing sub-discipline, with professionals who can build people data dashboards and workforce models earning a significant premium. Payroll executives with SAP or Oracle payroll system expertise are consistently in short supply relative to demand across Malaysian corporates and SSCs.
Manages the full HR function for a business unit — recruitment coordination, onboarding, employee relations, payroll processing, and regulatory compliance.
Sources, screens, and manages the end-to-end recruitment process for open roles — across direct hiring, agency management, and employer branding.
Acts as a strategic HR partner to business leaders — driving workforce planning, organisational design, performance management, and culture initiatives.
Manages the accurate and timely processing of Malaysian payroll — including EPF, SOCSO, EIS, PCB tax deductions, and statutory reporting.
Designs and delivers training programmes, manages HRD Corp levy utilisation, and builds capability frameworks across the organisation.
Designs and manages salary structures, bonus schemes, and employee benefits programmes — ensuring market competitiveness and internal pay equity.
Search SuperJobs by role ("HR executive", "talent acquisition", "HR business partner", "payroll manager", "L&D manager") or browse the Human Resources industry page.
Demonstrate your knowledge of Malaysian employment law on your CV: Employment Act 1955 amendments, EPF/SOCSO/EIS contributions, PCB tax deductions, and industrial relations procedures are core competencies for Malaysian HR roles.
List your HRIS and payroll system experience: SAP SuccessFactors, Workday, Oracle HCM, or local Malaysian payroll systems (HRMS Malaysia, Infohrm) are frequently listed as requirements.
Apply through SuperJobs with a CV that quantifies your HR impact — headcount managed, time-to-hire improvements, training hours delivered, turnover rate reductions, or HRD Corp levy utilisation rate.
Prepare for competency-based interviews: HR employers test your ability to handle sensitive employee situations, provide examples of partnering with business leaders, and demonstrate your understanding of HR's strategic versus administrative contribution.